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Opportunism, Identification Asymmetry, and Firm Performance in Chinese Interorganizational Relationships

Published online by Cambridge University Press:  14 May 2020

Lucy Sojung Lee  and
Weiguo Zhong Open the ORCID record for Weiguo Zhong [Opens in a new window]
Lucy Sojung Lee*
Affiliation:
Seoul National University, South Korea Peking University, China
Weiguo Zhong
Affiliation:
Peking University, China
*
Corresponding author: Lucy Sojung Lee (soju621@snu.ac.kr)
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Abstract

Extant literature focuses on within-dyad opportunism (i.e., transgression of the norms of a specific business relationship) while neglecting pro-relational opportunism (i.e., transgression of societal norms to benefit the relationship), resulting in limited understanding of their different effects. We argue that opportunism is a significant threat to the identity of business partners and boundary spanners which results in different relational dynamics at different levels, that is, Type-I (i.e., interorganizational identification squeezing out interpersonal identification) and Type-II identification asymmetry (i.e., interpersonal identification dominating interorganizational identification). Identification asymmetry further mediates the effects of opportunism on exchange performance. Based on a matched manufacturer–supplier sample, we find strong support to the hypotheses. Moreover, distributive fairness aggravates the effect of pro-relational opportunism on identification asymmetry, while interactive fairness mitigates it. Our research provides more nuanced between-level findings on identification in interorganizational settings, and cautions against firms’ tendency toward Machiavellian reasoning when they face the temptation of complicit behavior for organizational gains.

摘要

摘要

现有企业间关系的文献大多关注关系内的机会主义行为（即违反特定商业关系的行为规范），而忽略了亲关系机会主义行为（即违反社会规范以利于企业间关系），从而缺乏对两种机会主义行为的影响及其机制的深入理解。我们认为，机会主义行为对商业伙伴在不同层次上造成不同的身份认同威胁。机会主义行为一方面显著影响商业伙伴的组织间身份认同，另一方面显著影响维护企业间关系的边界管理者的人际身份认同。我们提出两种身份认同不对称：一类认同不对称（组际身份认同压制人际身份认同）和二类认同不对称（人际身份认同主导组际身份认同）。身份认同不对称进一步中介了机会主义行为对企业间交易绩效的影响。基于匹配的制造商-供应商样本，我们对上述假设进行检验，并得到了有力的支持。我们还发现，分配公平加剧了亲关系机会主义行为对身份认同不对称的影响，而互动公平则缓解了身份认同不对称的负面效应。本文的贡献在于在企业间关系的背景中对机会主义行为和身份认同进行了更为细致的研究，并对企业面临共同利益时有马基雅维利式的合谋倾向提供了有效的管理启示。

Аннотация

АННОТАЦИЯ

В большинстве научных трудов основное внимание уделяется оппортунизму внутри диады отношений (т. е. нарушению норм в конкретных деловых отношениях), а не оппортунизму на благо отношений (т. е. нарушению общественных норм в пользу отношений), что ограничивают наше понимание различных последствий. Мы утверждаем, что оппортунизм представляет собой значительную угрозу для идентичности деловых партнеров и граничных условий, что приводит к различной динамике отношений на разных уровнях, а именно к идентификационной асимметрии первого типа (т. е. межорганизационной идентификации, которая вытесняет межличностную идентификацию) и идентификационной асимметрии второго типа (т. е. межличностной идентификации, которая доминирует над межорганизационной идентификацией). Идентификационная асимметрия также регулирует влияние оппортунизма на эффективность обмена. На основе спаренной выборки отношений между производителем и поставщиком, мы находим подтверждение этим гипотезам. Более того, распределительная справедливость усиливает влияние оппортунизма в пользу отношений на идентификационную асимметрию, а интерактивная справедливость уменьшает это влияние. Наше исследование предлагает более детальные межуровневые выводы по идентификации в межорганизационных условиях, а также предостерегает компании от хитрости Макиавелли, когда они сталкиваются с искушением сговора в интересах организации.

Resumen

RESUMEN

La literatura existente se enfoca en el oportunismo dentro de la díada (es decir, transgresión de las normas de una relación de negocios especifica) mientras que descuida el oportunismo pro-relacional (es decir, la transgresión de las normas sociales para beneficiar la relación), resultado esto en un entendimiento limitado de sus diferentes efectos. Discutimos que el oportunismo es una amenaza significativa para la identidad de los socios comerciales y los que transcienden los límites, lo que resulta en diferentes dinámicas relacionales a diferentes niveles, o sea, Tipo I (es decir, la identificación organizacional que exprime la identificación interpersonal), y la asimetría de identificación Tipo II (es decir, la identificación interpersonal que domina la identificación interorganizacional). La asimetría de identificación media aún más los efectos del oportunismo en el desempeño del intercambio. Basándonos en una muestra emparejada de fabricante-proveedor, encontramos fuerte apoyo para las hipótesis. Además, la equidad distributiva agrava el efecto del oportunismo pro-relacional en la asimetría de la identificación, mientras que la equidad interactiva lo mitiga. Nuestra investigación proporciona hallazgos entre niveles más matizados sobre la identificación en entornos interorganizacionales, y advierte contra la tendencia de las empresas hacia el razonamiento Maquiavélico cuando se enfrentan a la tentación de un comportamiento cómplice de ganancias organizativas.

Keywords

exchange performanceidentification asymmetrymanufacturer-supplier relationshippro-relational opportunismwithin-dyad opportunism关系内机会主义行为亲关系机会主义行为制造商-供应商关系身份认同不对称企业间交易绩效эффективность обменаидентификационная асимметрияотношения между производителем и поставщикомоппортунизм на благо отношенийоппортунизм внутри диадыdesempeño de intercambioasimetría de informaciónrelación fabricante-proveedoroportunismo pro-relacionaly oportunismo dentro de la díada
Type
Article
Information
Management and Organization Review , Volume 16 , Issue 4 , October 2020 , pp. 825 - 865
Copyright
Copyright © 2020 The International Association for Chinese Management Research

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Footnotes

Accepted by Deputy Editor Peter Ping Li

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